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Consider..
..at any one time 59% of employees will be open to working elsewhere
Key processes
Goal alignment Candidate selection Performance management Employee development Rewards delivery Workforce is more: Suitable Engaged / Committed Flexible / Adaptive Productive
Align
Comply
Automate
Alignment: Connecting people to work that is motivating. Commitment: Providing coaching and mentoring. Capability: Developing critical skills to ensure success.
Acquiring talent
Developing talent
Transitioning Talent
TALENT ACQUISTION
CORE CONCEPT
Get away from the 'fill in the box' thinking to one that is more pro-active And much closer to building the skill sets required to achieve business success. Key to success in talent acquisition is the unique way that you are able to tap into the 'top performers' who are not really looking for another job IMPORTANCE Understanding workforce demographics (current and future) Identifying economic issues impacting organizational sustainability
Old Mindset
A vague notion that People are our most important asset HR is responsible for people management Two days succession planning I work with the people I inherit
New Mindset
A new conviction that talent leads to better corporate performance All managers are accountable Talent managers is a central part I take bold actions to build the talent pool I need
Contributions from the Individual Effort Ability Loyalty Skills Time Competencies
Inducements from the Organization Pay Job security Benefits Career opportunities Status Promotion opportunities
ASSESSMENT
STEP 2 INTERPERSONAL ASSESSMENT STEP 3 ORGANIZATIONAL ASSESSMENT STEP 4 ACTION PLANNING How do other see me? (Selfinsight, image, political style, personality) What are my options within the organization? (Knowledge of the organization, future trends, options, opportunities) How do I achieve my goals? (Motivation, confidence, goal setting, action planning)
DEVELOPMENT
BALANCED
EXPLORATION
LEADERSHIP MANAGEMENT
Interpersonal Skills Communications Teamwork Flexibility Build appropriate relationships Leadership Abilities Visioning Process Coach and Train Peers and Subordinates Create and Lead Teams Implement Employee Involvement Strategies
Formal Learning
Critical skill building training programs Transition training programs Key external training programs Self-directed learning initiatives
Ascending Value
EXECUTIVE COACHING
Aimed at business executives in work environment Help to improve effectiveness in terms of leadership and decision making Difference between Personal and executive coaching
Goal setting is business oriented. Business leader can discuss weakness in confidential and safe environment
TEAM BULIDING
It is the process of enabling that group of people to achieve that goal Group of people common objective high quality results , who wrok together and enjoy their work. Members should be valued and have sense of belonging. Indivuduals shoukd be given challenging tasks and assignments to achieve teams objective. five key issues to be considered in team building:
Interdependence Goal specification Cohesiveness Roles and Norms
Communication
SUCCESSION PLANNING
Definition :a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successor. Targeted only to key leadership positions How Succession Planning Helps Understanding the organization's long-term goals and objectives Identifying the workforce's developmental needs. Determining workforce trends and predictions Benefits of Succession planning:
Better Retention Valuable training goals Increased preparation for leadership Greater employee satisfaction Enhanced commitment to work and workplace Improved corporate image
TALENT RETENTION
FACTS Over 50% of the people recruited into an organization will leave within 2 years. 1 in 4 people recruited will leave within 6 months. Nearly 70% of organizations report that staff turnover has a negative impact. Nearly 70% of organizations report having difficulties in replacing staff. Approximately 50% of organizations experience regular problems with employee retention.
Despite advances in recruitment practices recruitment is still a less than perfect science each new recruit represents risk.
Costs associated with training. The overall impact on the organizations ability to meet the needs of its customers